RESULTS AND TARGETS

✓ Selected the first groups of graduates from universities identified through the QS Sustainability Rankings in all Group Regions

▸ 69% women in total workforce

▸ 51% women in all management positions

▸ 55% women in junior management positions

▸ 42% women in top management positions

▸ 49% women in management positions of revenue-generating functions

▸ 67% of women in STEM-related positions

✓ Introduced the New Parents Policy to the entire Moncler and Stone Island population, offering all employees, regardless of gender, marital status or sexual and affective orientation, 16 weeks of fully paid leave

✓ Launched new internal communication campaign on the whistleblowing procedure

✓ Meetings held with the human resources managers of the Regions to raise awareness of the importance of the whistleblowing procedure and of the reporting methods after the last update of the Whistleblowing Policy

▸ Continued the process of integrating DE&I performance indicators into the employees data reporting system

✓ Carried out the seventh internal employee satisfaction survey, MONVoice, with an 92% response rate and involving 5,816 people at Group level

✓ Target achieved in 2022

✓ Identified digital support solutions, designed the process of delivering a personalised, effective, immersive and inclusive experience of onboarding new employees

✓ Circulated to all Group Regions guidelines for the implementation of a new corporate organisational model based on cross-functional and cross-cultural work teams and approved the action plans defined at corporate sites worldwide

✓ Created and launched a Sounding Board composed of Moncler and Stone Island people from the Regions with different profiles, cultures, ages, personal and professional experiences for high-value transformational business projects